- Amanda Johnsen
- Nov 13
Why your benefits strategy should reflect your company’s values — not just employee opinions.
As your company grows, so do the expectations of your team — and adding employee benefits is one of the most strategic and impactful decisions you can make. Benefits signal that you’re invested in your team’s well-being and long-term commitment, and they play a major role in attracting and retaining top talent.
But here’s something I hear often from new or small HR teams: “I’ll just ask my employees if they’d be interested first.”
While getting feedback is part of good leadership, this approach can unintentionally limit your benefit offerings or send mixed messages. Here’s why — and what you should be doing instead.
🧭 1. Start with Your Company’s Mission and Goals
Before surveying your team, clarify your company's stance on employee well-being and culture. Ask yourself:
What kind of workplace do we want to build?
Do we value health, financial security, and work-life balance?
How competitive do we want to be in our industry when it comes to benefits?
Benefits should reflect your company’s values and long-term strategy, not just the results of an informal poll.
📌 Tip: Position your benefits program as a leadership decision that supports employee health, not a popularity contest.
💼 2. Understand That Employees Don’t Always Know What They Need
It’s not unusual for employees — especially younger or newer ones — to underestimate the value of benefits like disability insurance, life insurance, or accident plans. They might say, “I don’t need that” — until the unexpected happens.
Your job isn’t just to offer what employees say they want — it’s to help them understand what they may need.
A strong HR leader offers education, guidance, and a well-rounded benefit package that provides true protection, not just short-term satisfaction.
📊 3. Build a Core + Voluntary Strategy
You don’t have to go all in with high-cost coverage from day one. Instead, consider a core benefits model with optional voluntary add-ons.
Core offerings: Health insurance, dental, vision, life, or disability — often employer-contributed
Voluntary benefits: Accident, critical illness, hospital indemnity, legal, identity theft — employee-paid but group-rated
This structure gives you control over your budget while empowering employees to choose additional coverage based on their personal needs.
📌 Bonus: Offering benefits through payroll deduction — even voluntary ones — is a tax-efficient perk that employees appreciate.
💬 4. Communicate Benefits Like a Value, Not a Transaction
Don’t just say “Here are the benefits, let us know if you’re interested.” Instead, communicate:
Why you’re offering these benefits now
How they align with company culture
What protections they provide
How they help employees prepare for life’s “what-ifs”
Position your benefits as a thoughtful investment in your people — not a menu of optional extras.
🗓️ 5. Work With a Trusted Benefits Advisor Early
Bringing in a licensed benefits advisor early can help you:
Compare plans tailored to your company size and goals
Avoid compliance pitfalls as you grow (like ACA rules, COBRA, and ERISA requirements)
Implement enrollment tools and educational materials
Strategize for future growth and benefit expansion
A good advisor will help you build something sustainable, scalable, and supportive.
✅ Final Thoughts
Offering employee benefits for the first time is a milestone — and how you approach it says a lot about your leadership. Yes, employee feedback matters, but your benefits program should be driven by company goals and long-term vision, not short-term employee interest.
Be the leader that builds for the future. Your employees will thank you — not just for asking what they want, but for giving them what they truly need.